PREAMBLE: This section
describes the creation and use of position descriptions that
define responsibilities for faculty. This section was original to the
1979 Handbook; it has been editorially revised at intervals.
In July 1998 the year covered by a position description was
changed from an academic year to a calendar year. In July
2001 section B underwent some clarifying changes while the
form itself underwent extensive revisions. In July 2007 the form underwent
substantial revisions to address enforcement and accountability issues in the UI
promotion and tenure process as well as to align the form with the Strategic Action Plan.
In 2009 the form was revised to better integrate faculty interdisciplinary
activities (including ensuring communication among all parties and eliminating
the need to obtain multiple signatures) and FSH 3140 was incorporated into this policy.
In January 2015 assessment language was added to the form. Further
information may be obtained from the Provost's Office
(208-885-6448). [rev. 7-98, 7-01,
7-07, 7-09, 1-15, ed. 12-06]

A. GENERAL. The position description establishes each faculty
member's specific responsibilities in the four major responsibility areas
identified in FSH 1565 C, Teaching and Advising,
Scholarship and Creative Activities, Outreach and Extension, and University
Service and Leadership. The position
description serves a variety of important functions; in
particular, it constitutes the essential frame of reference
in annual performance evaluation of faculty members [see
3320], and
consideration of faculty members for tenure and promotion
[see
3520 and
3560]. [rev. 7-98, ed. 7-00, 7-02, 7-09, 1-12]

B. PERFORMANCE EXPECTATIONS. Expectations designated for
individual faculty members to achieve tenure or promotion in rank or
satisfactory performance evaluation must be compatible with the criteria of the
department or other unit concerned. Each faculty member is to be advised
of these expectations in writing by the departmental or unit administrator at
the time of appointment. [7-09 - original text from 3140 A]

B-1. Expectations are specified in the current faculty position
description and are the basis for the annual performance evaluation.
Expectations must not be greater than those that can be reasonably supported in
the department or unit by providing sufficient time and resources. [rev.
7-09 - partial text from 3140 B-1, 4 & 5]

B-2. Except by written agreement between the faculty member and
the appropriate administrator, expectations for individual faculty members are
in effect for a period of one calendar year. [rev. 7-09 - original text
from 3140 B-2]

C. PROCEDURE.

C-1. The calendar year position description is recorded on the form
at the bottom of this section with a due date established by the provost. [rev. 7-98, 1-08,
7-09, ed. 7-01]

C-2. The form should be filled out in collaboration with the
unit administrator. Faculty members involved in interdisciplinary
activities should check the box on the position description form and attach a
narrative explaining their activities and listing units and members involved.
For faculty involved in interdisciplinary activities or with centers, the unit
administrator is to solicit comments regarding the position description and
discuss it with all interdisciplinary/center administrator(s) listed on the
faculty member's narrative attached to the form. The form is then to be
signed by the faculty member, approved by the unit administrator and dean, and
sent to the Provost's Office. [rev.
7-01, 7-02, 1-08, 7-09]

C-3. Any change in duties or responsibilities that represents
a significant departure from the position description is permitted only with
the written consent of the faculty member and administrator involved. A
revised position description should be filed in this event. [7-09 -
original text from 3140 B-3]

C-4. When the personnel activity report form (PAR) (see
APM 45.09) is completed, the unit administrator should compare the data
obtained for each faculty member with the corresponding
position description. Perfect agreement between the
position description and the record of actual performance
is not necessarily expected, but it is desirable that any
discrepancy between them be as small as is feasible. [ed. 7-01, 7-09]